Questions and Answers
What type of employee movement is defined as the transfer to a lower graded class?
What is the maximum allowed salary deduction for involuntary demotion?
What is the time frame for an employee to withdraw a resignation before it becomes final?
Which component of the IPPA involves rating the employee and providing feedback?
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What is required whenever an employee does not meet expectations?
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What must be included in the notification provided to an employee prior to demotion?
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Who is responsible for conducting the employee's appraisal in the IPPA process?
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During what time period does the employee perform under the guidance of the Performance Management component?
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How long can a director allow an employee demoted to maintain their current salary?
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Which of the following does the IPPA process assist in identifying?
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What must happen prior to taking a performance-based personnel action on an employee?
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Which performance rating indicates the highest level of evaluation?
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What is required if an employee receives a rating of 'Does Not Meet Expectations'?
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How long must the finalized IPPA with signatures be maintained by the supervisor?
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What is the minimum standard an employee must achieve to 'meets expectations'?
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What happens if the employee remains unwilling to sign the IPPA after meeting with the reviewing officer?
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How long is the performance documentation kept in the operational file?
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What is one of the roles of multiple supervisors regarding the IPPA?
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Study Notes
Article 5 - Management Rights
- Employer retains authority to determine overall budget, mission, and improve operations.
- Responsibilities include hiring, promotions, assigning tasks, and setting performance standards.
- Employer can relieve employees due to lack of funds or work and manage pay grades.
- Grievances can be filed under Charter section 404 of this chapter.
Article 53 - Resignation
- Resignation is a voluntary act; must be submitted in writing two weeks prior to final cutoff (FC).
- Oral resignations are permitted; employees have five calendar days to withdraw resignation.
- FC may deny withdrawal requests if made after the five-day window.
- Resignations may be grieved.
Article 56 - Demotion
- Demotion refers to the movement of an employee to a lower graded position.
- Employees can voluntarily request a demotion in writing for personal reasons or to avoid termination.
- Salary may remain unchanged, but cannot increase or decrease by more than 20%.
- Involuntary demotion can occur due to inadequate performance within a three-month improvement period, following appropriate disciplinary measures.
- Employees must receive written notice of demotion at least 10 calendar days in advance, detailing the effective date and appeal rights.
Article 59 - Individual Performance Planning and Assessment (IPPA)
- IPPA is designed for employee evaluation to guide performance improvement and recognize achievements.
- Process includes a Performance Plan, ongoing Performance Management, and final Performance Appraisal.
- Critical Standards dictate ratings; failure to meet a standard results in a rating of "Does Not Meet Expectations."
- Work Improvement Plans are required for employees who fail to meet performance expectations, with goals reviewed after four months.
- Annual appraisals must be conducted, with interim reviews covering four-month periods.
IPPA Policies and Procedures
- The IPPA process is used for considerations involving promotions, merit increases, and disciplinary actions.
- Supervisors are responsible for completing IPPA within six months of an employee starting under their supervision.
- If employees refuse to sign their IPPA, they must meet with a reviewing officer to discuss concerns.
- Performance ratings: Exceptional, Above Expectations, Meets Expectations, Does Not Meet Expectations.
- Prior to performance-based disciplinary actions, employees must be informed, counseled, and given adequate time to improve, with documentation submitted for review.
Documentation and Record-Keeping
- Completed IPPAs are stored in operating files for five years; supervisors keep signed documents for one year.
- Records of exceptional or unsatisfactory ratings must be forwarded up the chain of command to the Division Chief.
- Specific examples must be provided when rating employees as “Does Not Meet Expectations.”
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Description
Explore key concepts related to management rights, employee resignation processes, and demotion policies. This quiz covers Articles 5, 53, and 56, detailing employer authority, voluntary resignation requirements, and the demotion procedure. Test your knowledge and understanding of these important workplace regulations.
